Internal recruitment is very important. How to do the internal recruitment and selection of the company well?

Pay attention to strategy, internal recruitment process and the relationship between departments. One thing I'm sure of is that you can't tell your supervisor directly. In case you are not hired in the end, how should you face the boss? You are bound to give him the impression that he is not at ease with his work. Will he trust you in the future? Will you be trained? If you lose your wife and soldiers, it would be nice to lose both sides. You can't get it, but you can't lose it again.

It is safe to go to the manager of human resources department in private to show your mind. He is the last employing department. Someone is interested in this job, and he absolutely welcomes it. In the process of contact, you can observe his attitude towards you and judge your chances of winning. In the meantime, you can tell him your doubts directly. He is from the human resources department and will not ignore this kind of problem. It is also the responsibility of the human resources department to solve this problem, and he will give you guidance. Maybe your company has a clear internal recruitment and recruitment process.

You just don't know, in short, you must rely on the human resources department to solve this problem. The referee qualification is not strict enough. According to the regulations of an enterprise, the recommendation and reward system is not applicable to the relevant personnel engaged in human resources work in this enterprise. On the one hand, enterprise recruitment is the work of human resources department, on the other hand, it is to prevent the staff of human resources department from hiring employees illegally, which brings employment risks to enterprises. The author thinks that the department heads of vacant positions should not be rewarded with recommendation, and this direct subordinate relationship has a decisive influence on the standardization and evaluation of recommendation.

Due to the subjective factors of department heads, the employment standards of enterprises can easily become personal standards. Leave a hidden danger of unfair workplace atmosphere. The description of the recommendation process is unclear and irregular. There are many unclear descriptions of the operation of a company. Job vacancies will be announced regularly, and the results will be fed back to referees in time. The time of publicity, the way of publicity and the time of information feedback are all vague. The human resources department should make it clear when formulating the relevant system that within one week after the interview, the human resources department will send a thank-you letter and feedback the results to the recommender by email or telephone.